Posts Tagged: hr

Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the final post in the series of responses.

Today’s post is about what I would do if I were a CEO for a day. As I sat down to write, I thought to myself, “I am a CEO of my own consulting firm”. However, I immediately realized that I have NOT “only” been a CEO for very long because I am always doing something else in addition to running my own business (currently teaching & ILSHRM). So this post is not just about if I were a CEO for a day at a big name organization like Apple, DOT Foods, or Crayola, it’s about my being a focused CEO – a CEO of a company where I didn’t have to also worry about a second job or a volunteer role within my field.

The goal of any interview is to step into the mind of the interviewee and determine if s/he will be a great fit for your company going forward. The better interviewing questions can ascertain the truth of someone’s past experiences, her future potential, and her ability to enhance your company culture. Utilizing better questions that foster critical thinking leads to better hiring decisions that help your company’s long term results

Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the sixth post in the series of responses.

I’ve been pondering on this subject for some time. I have thought of some of the usual answers that we HR professionals might have, “Heh heh, CEO for a day! Let me get out my list, and let’s start making some personnel changes!!!” “Policies, job descriptions, performance reviews – everyone. NOW!”

But are those ‘evil’ HR thoughts realistic? No. Rarely, does the CEO please everyone, and sometimes must make hard decisions and take risks based on a broad spectrum of knowledge. So, if I were CEO for a day, this would be my immediate plan.

Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the fifth post in the series of responses.

Wow! It is really fascinating to hear people call me a CEO of my company even if it is for a day! Let me make this a 12 hour work day from 7.a.m to 7.p.m. (only for me, employees can come in at normal office hours) Is this necessary? Yes of course, for me, as I am getting one shot at this and I need to maximize my work day to make a few hard decisions and to inspire everyone communicating why we do things the way we do!

Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the third post in the series of responses.

It’s a rare organization that doesn’t somewhere in its mission statement or values express a sentiment similar to “people are at the core of our business success.“ It’s an even rarer one that actually acts on it. If I were bestowed the mantle of CEO, I’d make it my #1 priority to be part of that very rare group…. and I’d have my work cut out for me.

When you’re recruiting employees, you’re always looking for possible applicants to fill the jobs you need to fill with competent and qualified future employees (or exceptional candidates when possible). Recruiters have the advantage of finding lots of potential employees quickly through social media. 98% of Americans use social media, and LinkedIn is the dominant business social media site and fourth biggest social network in general. You can easily find candidates, if you know how to look.

We’re all aware that social media can play a significant role in the employee hiring process. An HR Representative need only take a brief look at a prospective hire’s Facebook and Twitter pages to see if there are any inappropriate pictures or distasteful language that may indicate a candidate’s lack of good judgment or maturity.

But now, beyond throwing up red flags, social media is an important gauge in determining the best recruit for the job, and the numbers are beginning to back up this trend

Many organizations have terrible interview processes. I use the word many, but I am probably exaggerating. I often find myself frustrated with the lack of communication that happens. I also realized recently, that I am sometimes “old school” in how I prefer to be communicated with initially during the interview process.What experiences have you had?

Feeling under appreciated is one of the most common reasons why people leave jobs. It can be really disheartening to work incredibly hard on something and feel as though no one even noticed. Employees that feel valued will work harder and stay with a company longer. Here are a few ways you can keep that from happening!

Human Resources. Should it be this stressful? I do know it doesn’t get easier with time. It changes. There are good days, bad days, great days, and days I just say, “YES! I am thankful, happy, and blessed to be in this profession.” Then, there are other days.
Here are a few tasty problem solving tip to help you in your day.